Competency-based interviews (CBIs) have become a popular method for assessing candidates' suitability for roles across many industries. Unlike traditional interviews that focus on general questions or hypothetical scenarios, competency-based interviews are structured to evaluate a candidate’s past behavior and skills against specific competencies deemed essential for the job. CBIs are designed to assess how well you’ve demonstrated these competencies in previous experiences, offering hiring managers a glimpse into how you might handle similar situations in the future.
This blog will explore what competency-based interviews are, provide examples of common questions, and outline practical steps for preparing effectively.
What Are Competency-Based Interviews?
Competency-based interviews are designed to assess specific skills, behaviors, and qualities needed to succeed in a given role. Each question targets a particular competency relevant to the job, such as problem-solving, teamwork, leadership, adaptability, or communication. By focusing on past actions and outcomes, CBIs help employers predict how candidates are likely to perform in similar situations within their organization.
Competency-based interviews are based on the idea that past behavior is the best predictor of future performance. They go beyond technical knowledge, diving into how candidates apply their skills, manage challenges, and interact with others. In practice, CBIs often follow the STAR technique for answers, where candidates are encouraged to explain the Situation, Task, Action, and Result related to each question.
Common Competency-Based Questions
In a competency-based interview, questions are framed to prompt candidates to share specific examples from their past. Here are some common competencies interviewers might look for, along with examples of questions you might encounter:
1. Teamwork and Collaboration
Example Question: “Can you tell me about a time when you had to work closely with others to achieve a common goal? What was your role, and what was the outcome?”
Purpose: This question assesses your ability to work effectively as part of a team, communicate with team members, and contribute to a collective effort.
2. Problem-Solving and Decision-Making
Example Question: “Describe a challenging problem you faced at work. How did you approach it, and what was the result?”
Purpose: This competency is about evaluating your problem-solving abilities, critical thinking skills, and ability to make decisions under pressure.
3. Adaptability and Flexibility
Example Question: “Give me an example of a time when you had to adjust to a significant change at work. How did you handle it, and what did you learn?”
Purpose: Employers want to understand your ability to adapt to changes, whether in responsibilities, team structures, or company goals.
4. Leadership and Influence
Example Question: “Tell me about a time when you had to lead a project or motivate others. What did you do, and what was the outcome?”
Purpose: This question assesses leadership qualities, the ability to inspire others, and how you handle responsibility and accountability.
5. Communication Skills
Example Question: “Describe a situation where you had to convey complex information to someone without their expertise. How did you ensure they understood?”
Purpose: This competency focuses on your ability to communicate effectively, especially when breaking down complex information for others.
6. Time Management and Organization
Example Question: “Give an example of a time when you had to manage multiple priorities. How did you handle it, and what was the result?”
Purpose: This assesses your time management skills, ability to prioritize tasks, and organizational abilities to handle multiple responsibilities.
7. Customer Orientation
Example Question: “Tell me about a time when you went above and beyond for a customer. What was the situation, and how did the customer respond?”
Purpose: This question helps interviewers understand how you handle customer interactions, ensure customer satisfaction, and maintain a customer-first mindset.
How to Prepare for a Competency-Based Interview
Competency-based interviews can feel challenging, but with the right preparation, you can answer confidently and make a strong impression. Here’s a step-by-step guide to prepare effectively:
1. Research the Key Competencies for the Role
Before the interview, review the job description and make note of the skills and competencies emphasized. Research the company’s values, mission, and culture, as these often align with the competencies they prioritize in candidates. If the job description highlights “teamwork” and “leadership,” be prepared to discuss examples where you’ve demonstrated these qualities.
2. Review Your Work Experience and Identify Key Examples
Reflect on your past roles, projects, and experiences, and identify examples that highlight your skills in each of the core competencies for the job. These should be situations where you contributed significantly or navigated a challenging situation. Use a variety of experiences from different jobs, volunteer roles, or school projects to showcase your well-roundedness and versatility.
3. Practice Using the STAR Technique
The STAR technique is an effective structure for answering competency-based questions:
Situation: Briefly set the context for your story. Describe the background, where you were, and what you were working on.
Task: Explain the specific task or challenge you faced.
Action: Detail the action you took, emphasizing the skills you used and decisions you made.
Result: Conclude with the outcome, noting any measurable results or what you learned.
For instance, if asked about a time you solved a problem, your answer might look like this:
Situation: “In my previous role as a project manager, we encountered a major delay due to unexpected supplier issues.”
Task: “It was my responsibility to find a way to keep the project on track while minimizing costs and managing client expectations.”
Action: “I quickly contacted alternative suppliers, renegotiated delivery times, and held a meeting with the team to adjust timelines.”
Result: “As a result, we were able to reduce the delay from four weeks to one week, saving costs and keeping the client satisfied.”
4. Practice Aloud
Competency-based interviews require clear, concise responses. Practice articulating your STAR answers out loud to build confidence and ensure your examples flow naturally. Rehearsing with a friend or family member can also provide valuable feedback.
5. Prepare for Follow-Up Questions
Interviewers may ask follow-up questions to dive deeper into your example or clarify details. They might ask, “What was the most challenging part of the situation?” or “What would you do differently next time?” Prepare to discuss these aspects to show that you’ve reflected on your experiences and learned from them.
6. Focus on Quantifiable Results
Whenever possible, emphasize specific results or achievements. Metrics help interviewers understand the tangible impact of your actions. For example, saying, “I increased sales by 20%,” is more compelling than, “I helped improve sales.”
7. Be Honest and Reflective
If you don’t have an example that perfectly fits a question, be honest and describe a situation that’s as close as possible, highlighting what you learned. Employers value authenticity and a growth mindset, so don’t hesitate to discuss challenges or lessons learned from mistakes.
Final Thoughts: The Benefits of Competency-Based Interviews
Competency-based interviews are designed to provide a fair, structured way of assessing candidates based on relevant skills and past behaviors. They help interviewers go beyond first impressions and objectively evaluate how well a candidate’s competencies align with the role.
For candidates, CBIs offer an opportunity to showcase not only technical skills but also interpersonal abilities, resilience, and critical thinking. By preparing thoroughly, practicing the STAR technique, and reflecting on past experiences, you can approach competency-based interviews with confidence and demonstrate your readiness for the role. This structured approach to interviewing allows you to highlight your strengths, share concrete examples, and ultimately, leave a positive impression on potential employers.